Tag Archives: compensation claim

It presents itself in a host of manifestations: sleepless nights, gut-wrenching fear, grinding teeth, an angry kick to a trash can.

Workplace stress has changed the environment for those who have been fortunate enough to maintain employment through the recession, but shoulder guilt and face a heavier workload because they survived the cutbacks.

“We have seen an increasing number of hospital and clinic visits with the primary complaint being that stress in the workplace has led to increased levels of depression and anxiety,” says Brian Espinoza, a psychiatrist at St. Luke’s Behavioral Health Center in Phoenix.

A still-struggling economy has cranked up the pressure on those workers left to carry the load. A poll by Right Management shows that 79 percent of employees say their workload has increased because of layoffs. And a recent study commissioned by the American Psychological Association shows that 20 percent of workers say their daily level of stress exceeds 8 on a 10-point scale.

“The economy has caused many companies to ‘downsize,’ effectively increasing the workload of the remaining staff,” says Dr. Kevin Klassen, a cardiologist with Scottsdale Healthcare. “With the increased demands of
the workplace being coupled with fear of loss of job and health benefits, negative stress increases markedly.”

Here are some signs of workplace stress, according to Chip Coffey, director of outpatient services for St. Luke’s Behavioral Health:

Experts warn that workplace stress doesn’t just impact the employee in a negative manner, it can adversely impact the business’ bottom line.

“When employees experience stress and anxiety for whatever reason, they tend to follow poor eating habits and forego their daily exercise regimen,” says Cheyenne Autumn, director of health and wellness strategies for UnitedHealthcare of Arizona. “High stress levels can prompt absenteeism and decrease (productivity) among employees. Also, stress can cause high blood pressure and impair the immune system response, making people more vulnerable to colds, flu and other infectious conditions.”

To prevent stress from further depleting the workplace, Klassen says employers need to assume that their employees have personal and job-related stressors and remember that everyone has their breaking point.

“Employers need to say please and thank you,” he says. “They need to praise good performances openly and address mistakes privately in a way where the intent is to instruct, rather than to belittle. The same workload can be perceived as crushing or as manageable, depending upon the environment in which the work is done.”

Experts suggest that employees take a proactive approach to managing his or her stress level. Autumn says stressed-out employees should recognize that exercise is the best antidote. Simple steps, such as walking around the building a couple of times each day or taking the stairs instead of the elevator can reduce stress, she says. These activities stimulate adrenalin and the movement of the body will energize the employee for the remainder of the day.

“Employees should also be open and honest with their supervisor or manager,” recommends Dr. Anne-Marie Reed, a board certified family physician at Camelback Health Care. “Communication is the best course of action. Discuss what is causing the workplace stress. That may start with understanding the symptoms of stress itself.”

Espinoza says that it is important for employees to self-monitor for signs of depression and anxiety, such as insomnia, lack of interest in activities which were previously enjoyed, poor self-confidence, fatigue, difficulty concentrating, lack of appetite, lethargy, or sluggishness, and most importantly, thoughts of suicide or homicide. If any of these symptoms are troublesome and interfere with work and home responsibilities, seek medical attention immediately.

Coffey also says it’s important to remind yourself that while you may feel stressed, things aren’t always as bad as they seem.

“Practice being content,” he says. “Most of us know how to be discontent, but we do not practice letting ourselves be content. Take time each day to recognize that things may not be great, they may not be horrible. They just are. This is being content.”

As the economy slowly recovers, many Arizona businesses are looking to add to their workforce. While it may be tempting to tailor interview questions to help “weed out” unqualified candidates, be sure you are not setting your company up for potential discrimination claims. Interview questions should be related to the job for which the candidate is being hired, not a means to gather personal information. Below are examples of questions you should avoid:

1. Are you a U.S. citizen?

Federal law prohibits employers from discriminating based on citizenship status. To work in the United States, applicants do not need to be U.S. citizens; they only need to be authorized to work in the United States. Be sure this question is worded correctly to avoid potential issues.

2. How long do you plan to work before retiring?

Employers may not discriminate based on age. Candidates may see this question as an alternative way to ask how old they are.

3. What is your native language?

Employers may not discriminate based on national origin. Even asking because you are “curious about the interesting accent” may be construed by an unsuccessful applicant as discrimination and used against the employer.

4. Which religious holidays will you want off?

Employers may not discriminate based on religion.

5. Do you have or plan to have children?

Employers may not discriminate based on gender or pregnancy. This particular question can be argued to be disproportionately adverse toward women. Again, keep the questions focused on job responsibilities, not on personal information.

6. Have you ever filed a worker’s compensation claim?

Employers may not discriminate based on disabilities. Do not include medical-related questions prior to extending an offer.

7. Have you had a recent illnesses or operation?

As stated above, employers may not discriminate based on disabilities. Avoid all medical-related questions during the interview.

A good rule of thumb is to avoid questions potentially related to race, gender, religion, marital status, age, disabilities and ethnic background. The best plan of action is to tailor interview questions to reflect the skills and experience required for the position. When in doubt, call your attorney.